LASA 1: Legal and Ethical Leadership and Management, business and finance homework help

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No plagiarism at all everything should be in APA

Mathis, Inc. is a designer and manufacturer of women’s clothing and specializes in high-end women’s winter fashions. Normandale, a retailer, sells high-end products in malls throughout the country. With Mathis’s high costs, Normandale is unable to make a profit from the sale of Mathis’s products.

Countess Lori-Ann (CLA) is a Mathis competitor. Normandale sends photographs and samples of the Mathis line to CLA and instructs them to make an identical line at a lower price. Mathis labels are easily discernable in the photographs and the samples have the Mathis label attached. CLA copies the Mathis line for Normandale.

CLA sells the clothing to Normandale at a low price allowing Normandale to sell the products for a total gross profit of nearly $3 million, an increase of nearly 50% over its sale of Mathis products. Mathis discovers that Normandale is selling counterfeit products, and sends several cease-and-desist letters to them—to no avail. Mathis then sues Normandale alleging Normandale has engaged in illegal conduct. Normandale counters that it did nothing wrong.

Research business law in regard to protection of intellectual property using your and the Internet. Based on the facts of the case and research, write an analytical paper. In the paper, respond to the following questions:

  • Was it ethical for Normandale to sell the alleged knock-off products at a lower price? Explain.
  • What federal or state laws protect owners of intellectual property? How do they apply here? Explain.
  • What damages, if any, has Mathis suffered because of Normandale’s conduct? Explain.
  • What are the differing views on the social responsibility of corporations like Normandale?
  • What ethical code could Normandale implement to prevent similar incidents in the future?
  • Do the owners of Normandale have personal liability to Mathis for damages? Explain.
  • Do the owners of Normandale have personal criminal liability for their conduct and that of the business? Explain.

Write a five-page paper in Word format. Apply APA standards for writing style to your work.

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3-5 page report | Unified Papers

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Assignment 3: Creating Training ToolsDue Week 9 and worth 200 points
Imagine your manager has requested that everyone in the company take the StrengthsFinder test. Now, your manager has asked you to put together a training tool on how to best coach and develop employees in the decision-making process who have varied strengths.
Write a three to five (3-5) page document for your manager in which you:

Describe a decision-making process for employees with two different strengths. Determine how the process might be approached differently for each employee to produce the best results. Use scenarios to convey your idea.
Explain how a manager could develop employees with different strengths. Use scenarios to convey your idea.
Format your assignment according to the following formatting requirements:

Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page is not included in the required page length.

The specific course learning outcomes associated with this assignment are:

Explain the decision-making process management uses to develop viable courses of action to a variety of management situations.
Explain the multiple aspects of the managerial planning process and the application of various business- and corporate-level strategies.
Use technology and information resources to research issues in management concepts.
Write clearly and concisely about management concepts using proper writing mechanics.

Click here to view the grading rubric for this assignment

 

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Answering Exercises for Chapter 3

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I need someone to help me answering the Exercises for Chapter 3
Just these questions for chapter 3
depending on the book’s explanation, and the uploaded data.

This exercise utilizes the data set schools-a.sav, which can be downloaded from this website:

www.routledge.com/9781138289734

1.    You are interested in investigating if being above or below the median income (medloinc) impacts ACT means (act94) for schools. Complete the necessary steps to examine univariate grouped data in order to respond to the questions below. Although deletions and/or transformations may be implied from your examination, all steps will examine original variables.

a.    How many participants have missing values for medloinc and act94?

b.    Is there a severe split in frequencies between groups?

c.    What are the cutoff values for outliers in each group?

d.    Which outlying cases should be deleted for each group?

e.    Analyzing histograms, normal Q-Q plots, and tests of normality, what is your conclusion regard-ing normality? If a transformation is necessary, which one would you use?

f.    Do the results from Levenes test for equal variances indicate homogeneity of variance? Explain.

2.    Examination of the variable of scienc93 indicates a substantial to severe positively skewed distribu-tion. Transform this variable using the two most appropriate methods. After examining the distribu-tions for these transformed variables, which produced the better alteration?

3.    You are interested in studying predictors (math94me, loinc93, and read94me) of the percentage grad-uating in 1994 (grad94).

a.    Examine univariate normality for each variable. What are your conclusions about the distribu-tions? What transformations should be conducted?

b.    After making the necessary transformations, examine multivariate outliers using Mahalanobis dis-tance. Which cases should be deleted?
c.    After deleting the multivariate outliers, examine multivariate normality and linearity by creating a Scatterplot Matrix.

A Reply needed, Only a rebuttle is needed

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How could you design a bystander intervention in your workplace for sexual harassment?

As a student of both sociology and psychology, I have found myself to be a firm believer in symbolic interactions and subsequently the social learning theory. This is not to say that what we learn from our role models is set in stone. I believe there is a fluidity in the types of people we choose to emulate based upon exposure to new experiences. What appears to be somewhat difficult to establish within the examples of intervention relating to sexual harassment is the effectiveness over time. 

Lets begin with the problem: sexual harassment. A survey of employees should signify the strengths and weaknesses within the workplace and therefore give us an opportunity to address behaviors that may be interpreted as acceptable norms but are sexually aggressive in nature. The stakeholders in the intervention of these behaviors include the company itself, as it would want to legally protect itself as well as maintain an efficient and confident workplace that enhances productivity but also includes all employees who desire a safe and productive work environment free of harassment. Inclusive of the stakeholders are the clients who benefit from productive employees providing goods or services.

The solution to the problem identified is to reduce workplace harassment.

To begin the intervention process I believe we can start by applying the social norms theory; we need to establish what behaviors are acceptable and further identify what behaviors are not acceptable. According to the cognitive learning model, these norms need to be acknowledged and acted upon by a role model. I would establish an outside expert to speak on this subject rather than a role model from within the company. This would eliminate the possibility of biases within the workplace. Intervention would apply the cognitive dissonance theory by requiring initial training using examples of sexual harassment that would conflict with the norms defined to cause cognitive dissonance.

The goals associated with this intervention would include reducing sexual harassment and increasing the number of stakeholders by holding all employees accountable for their behaviors. To accomplish this goal, positive behaviors are rewarded and acknowledged. 

Following the initial training, I would include bi-weekly assessments and follow-up training. This would apply the selective exposure theory, which states that pre-existing views are hard to combat, therefore repeated exposure to acceptable norms is important. Follow-up assessments and training may also address the possibility of stress surrounding the subject of sexual harassment that may be present during the initial training which may result in a cognitive load disabling the commitment of new information into our individual paradigms. Follow up assessments would moreover be used to reinforce the positive behaviors that may arise from the initial training. 

To ensure that this intervention did not need to be adjusted, surveys would need to be completed by employees semi-annually to ensure the costs of the intervention is outweighed by the benefits.

In reference to Kimmel, is it any wonder that someone studying the negative effects of masculinity, would indeed see the masculinity norms being adhered to and then revert to those norms? These norms are pushed upon us from birth and reinforced through media and social connections. Its not an excuse for his behavior, but he is fighting a lifetime of male programming.